Sustainable HR SD Worx Liesbeth Thielemans – Cathy Geerts
Our mission
Result driven HR. We excel in HR services that drive our clients
business performance.
What’s hot …
Working longer
Durability
Mobility
Digitalisation & robots
Ecology
Innovation
Diversity
Individualization
Social Media &
Collaboration
Flexibility
Working beyond the
boundaries of an
organisation
What’s hot …the sequel
1. Ensuring a sustainable employability for
each employee
2. Activly combat stress and burn-out
3. Entering a career account and a career
saving
4. Flexibility in working time
Trends we work on ……
For our clients
For our employees
Future of work
Why How What
Why do we
introduce an Other
Way of Working?
Win-win-win for the
organisation,
employee and the
society
How do we do this?
What is necessary?
Is it attainable ?
Readiness check of the
context (bricks, bytes,
behaviour) and critical
succesfactors
Wat do we do
concretely?
What’s in the scope?
Wat’s the order of
approach?
Change plan for the
development of specific
projects
Why
Why do we
introduce Future Of
work?
What’s the result?
HR managers indicate in research that
attracting and retaining talent and
increasing engagement priorities in their
policies .
Arguments
52%
47%
36%
36%
35%
33%
33%
28%
24%
23%
22%
21%
21%
0% 10% 20% 30% 40% 50% 60%
Hoger engagement en betrokkenheid medewerkers
Beter aantrekken en behoud van talent
Verhoogde productiviteit
Grotere inzetbaarheid en flexibiliteit van medewerkers
Een aangename en moderne bedrijfscultuur
Verbeterde work - life balance van medewerkers
Aantrekkelijk imago als werkgever
Tegemoet komen aan veranderde werkopvattingen vannieuwe generaties werknemers
Lager ziekteverzuim
Efficiënter kennismanagement - betere kennisdeling en –borging
Kostenbeheersing: lagere kantoorkosten en kosten aanfiles
Effectiever leiderschap
Verbeterde mobiliteit
Why
Why do we
introduce Furure Of
Work?
Win-win-win
Introducing ‘FOW’ should be framed in a
sustainable HR policy that has eye for
several stakeholders: the organisation , the
employees and society
Employee
Society Organisation
Productivy
Engagement ↑
Availability
Flexibility
Boost for diversity
Costreduction
Office space
Reduced absenteeism
Less moving
Less turnover
parking spaces
Image
Innovation
Durability
Work life balance
More autonomy = more engaged employees
Less sickness, burnout and stress
More development opportunities
Greater employability
Enhanced mobility
Reduced social security cost
Beter environment
Increased employment
Stronger economy
How
How to tackle the Future
Of Work?
Different elements
Infrastructure: offices , consultation
rooms, satellite offices, co-working
places , home office
Technology: tools, Flex Income Plan,
mobilitybudget …
Support: the need to change is worn,
views on one line
Culture and leadership: competenties and
attitude of executives and staff
Legal framework:
Safety-legislation, employement, privacy, …
How
How to deal with the
Future Of Work?
Coreprinciples
Basics
Raise Autonomy
Exploit strengths and passions
Stimulate Cooperation
1 2 3
What
Projects
What is possible?
Home working
Flexworking
Sattelite work
Job and career
Culture and leaderschip
Structure and organisation
Activity Based Workspace – anno 2014
The Future of Work
@ SD Worx
FOW at SD Worx
Autonomy Labor organization
around strenghts of the
employees
Flexibility (time and
place)
Leadership 2,0
A Mix of …
Landing
(vestiaire &
lockers)
Concentrationzo
ne
Mobile
workspots
Informal (coffee
corner, …)
Meeting
rooms
ABW design of the offices
Service Profit chain
You concentrate
better You are more
productive
You are
more active
and less
sedentary
during your
work day
You are
more likely
to
collaborate
and share
ideas and
skills
You are
more
mindfull of
your tasks,
activities
and
productivity
So you enjoy working more
Mobilitybudget A solution for Brussels employees of SD Worx.
FOW other measures
23 Footer
- Self steering teams
- Culture and leaderschip
tracks
-
- …
Diversify and individualize
employement (terms)
25
Challenges in reward
financial crisis 3 generations at
work
individualization
Corporate
image
Retain talents sustainability
Benefits in exchange of
Mobility
Work life balance
Giftvouchers
Computer and other equipment
or vice versa
Flex Income Plan
27
Flex Income Plan makes
individual remuneration possible
within the same budget.
28
SWITCH from
one-fits-all
TO
Tailor made
29
Fixed salery
Fixed salary
Els
34 years old,
mother of 2 kids,
lives in the country
Small company car extra
holidays
More cash
Fixed salary
Pass for public
transportation
Ben
Single,
28 years old, lives in the city
Roger
married, 52 jaar,
2 teenagers,
Lives outside of the city
+
+
Large
companycar
Individual pension
savings
Flexible wages Fixed salary package
Result for the company: Employer of choice
30
200
Attract the right
talent
Retain and develop
the right talent
Motivate
talent
31
The salary package will get more value, even
without a raise
Private and professional needs
change continuously. Therefor, your employees can make their choices
every yea.
Het result for the employee: Income management
The Flex Income Plan @ SD Worx
Types of flexible budget
33
End of year
premium
flexible holidays
Lower category
No company car
historisch budget
seniority premium
Multimediabudget
Sector Premium
recurrent budget
for all employees
recurrent for all
employees with a
company car
Ad hoc
For all employees
In our shop
FIP-shop
Mobility
Varia
Cash
Multimedia
FIPTM @ SD Worx
35
705 employees
participated
109 Cycle allowances
58 Lease bikes
60
Gift vouchers
40% participation
158
multimedia
20%
Change of car
20 Good causes
18
Public transport
Proces en aanpak Talent Mobility
Job-switches during the career
0% 20% 40% 60% 80% 100%
< 25 jaar
25 - 29 jaar
30 - 39 jaar
40 - 49 jaar
>= 50 jaar
nooit 1 keer 2 keer 3 keer >= 4 keer
3,35
3,05
2,46
1,53
0,97
Gem #
Discuss with your neighbour: What dit you want to be as a 10
year old? What are your plans now? What do you want to do at
the end of your career?
39
Cosourcing
Is a way of working where people
from an company are deployed
temporarily and flexible in another
company.
40
More conscious use
of talent Increase in
employability of
talent
Increase in
engagement
of talent
Result for the organisation: increase in internal and external
talent mobility
41
The employee has newly
acquired skills. Initiative
and learnability of the
employee is
encouraged.
Employee increased its network and learns how to deal with different corporate cultures.
The result for the employee: Autonomy, flexibility and
connectivity
42 Footer
Sustainable mobility en employability
We wish to organise mobility
• Beyond the boundaries of
• Functions
• Divisions
• Countries
• SD Worx
We invest in healthy engaged
employees.
From functions to roles
Experience @ work
Contact
THIELEMANS LIESBETH I mobile 0494/39.75.56 I [email protected]
www.sdworx.be/mobility
GEERTS CATHY I contact +3232202719 I [email protected]